Work on getting more from your mentors: Super-size

October 19, 2012|By Carolyn Bigda, special to Tribune Newspapers

To find a job, you need to network. To succeed in a career, you may also need something else: a mentor.

"Having a relationship with a senior colleague who takes an interest in your development is very helpful, especially if you're just starting out," said Kathy Kram, a professor of management at Boston University, whose research focuses on mentoring and leadership development.

But Kram, along with other researchers and career experts say that today, a mentor should be more than just one individual.

For me, that idea hit home recently while talking with a colleague about work-life balance issues. When it came to those questions, it became clear that some higher-ups could offer better insight than others. We needed another mentor.

Cast a wide net

In fact, most pros suggest that you create a so-called personal board of directors. Rather than one mentor, you develop relationships with a handful of people who weigh in on different parts of your career, from how to define long-term goals to managing office politics.

"You can learn different things from different people," Kram said.

Having more than one mentor can make sense for another reason, too. Today, organizations are often structured around teams, rather than a vertical chain of command. And firms are prone to restructuring and downsizing.

"Relationships are much more vulnerable to disruption," she said.

What's more, when senior-level executives leave an organization, they often bring with them the people they've mentored and cultivated. "That opens the door to new opportunities," said Lesley Mitler, president of Priority Candidates, a career advisory firm for college students and recent grads.

Start slowly

While it is important to create a board, the process can be slow-going. You can't walk into the CEO's office and, on the spot, ask her to be a mentor. (It would be like showing up for a first date and proposing marriage at the front door.)

A better approach is to identify colleagues with whom you have a connection — and build from there.

"You need some sort of foundation to develop that relationship," Mitler said.

Some companies may have formal mentoring programs that will pair you with higher-ups in the firm. But you can do it on your own, too.

Be specific about the advice you're seeking.

"I'd be really clear about what you want in advance," said Karen Burns, author of "The Amazing Adventures of Working Girl," (Running Press, $14.95). "Why do you want a mentor? Do you have a specific problem you're facing right now? What are you looking for from that mentor?"

Talk to peers

A mentor doesn't have to be much older than you are in order to offer valuable wisdom. A young worker may benefit from selecting at least one mentor only a couple of years older.

"That person has relevant experience and can talk about goals that are really achievable," said Jeanne Meister, co-author of "The 2020 Workplace," (HarperBusiness, $26.99).

Give back

Finally, keep in mind that as you develop these relationships, you want to contribute something as well.

One way to do that is to volunteer your help. Offer to work on projects and make your mentor's life easier (while gaining relevant experience for you).

Another way: Share your feedback. Let your mentor know that something he suggested or did was helpful.

Said Burns: "Being a mentor can be rewarding. And as someone personally invests time in you, they'll take more of an interest in what happens to you."